1. Create and develop employee requisitions
2. Recruit/Source Candidates
3. Screen and sele ct dandidates
4. Manage pre-placement verification
5. Manage new hire/re-hire
6. Track candidates
Narrative Brief Description of Process: Kahler, Li & Mosher Defense Co. (KLM Co.) identify needs of the business by looking at their strategies and reviewing staffing. Once needs are identified job requisitions are posted in the system. Recruiting events are held and recruiters meet with prospective employees and provide a brief screening of the individuals. Individuals with potential are given requisitions to apply to.External and Internal Candidates go into the system and apply to job requisitions. Hiring managers review applicants and set-up interviews. Interviews take place and the hiring manager makes an offer to an accepted candidate. Rejected candidates also get a letter from the hiring manager letting them know they will not be getting an offer.
Detailed Narrative of Process: Kahler, Li & Mosher Defense Co. (KLM Co.) recruits, source and selects employees the following way. KLM Management routinely looks at their business unit strategies and resource needs and reviews their current staffing to understand any needs for personnel. Once needs are recognized, KLM Management communicates with HR to let them know of employee needs in functional areas. Once needs are identified a job requisition is opened in the job posting system. The job requisition has a specific code that relates to a job description. The requisition identifies the requisition code and pulls the job description into the requisition and the requisition is posted. There is both an external website that anyone can access and an internal that only current employees can access. The same requisitions are on both websites.Once the requisition has been posted the hiring manager is notified. The Hiring manager responds to HR with a date that he would like the cut-off to be for candidates to post. This date is entered into the system.If the manager wants any changes made to the requisition he can work with HR to have it updated.
Candidates go into the website and post their resumes to the job requistions they are interested in. Managers review job requisitions and when the close date arrives they look at the candidates and set-up interviews. Candidates can accept or reject an interview offer. Before interviews take place there is a background check that clears the employee for an interview. If rejected the candidate is notified. Candidates are interviewed and offers are distributed to accepted candidates. Letters are sent to the candidates being offered jobs and a signed letter must be sent back by the candidate if they are to accept the offer. Letters are also sent to rejected individuals. If rejected, the hiring manager can offer employment to another candidate or go back to the review submission process.
KLM has semi annual recruitment events held at local colleges for entry level employee needs and career fairs held at local event centers for experienced employee needs. Before these events recruiters are provided with a list of job openings and the skill level need. At these events recruiters speak to possible candidates and review resumes. Recruiters speak to the prospective employees performing an initial screen and individuals they feel have potential are encouraged to go the KLM website and post for certain jobs based on their interest.Internal employees are also encouraged at all times to review job requisitions posted and apply whenever.
Level 0 - Valet System
Level 0 - Concierge System
Group Project - Aerospace and Defense
6.2 Recruit, Source and Select employees
1. Create and develop employee requisitions2. Recruit/Source Candidates
3. Screen and sele ct dandidates
4. Manage pre-placement verification
5. Manage new hire/re-hire
6. Track candidates
Narrative
Brief Description of Process: Kahler, Li & Mosher Defense Co. (KLM Co.) identify needs of the business by looking at their strategies and reviewing staffing. Once needs are identified job requisitions are posted in the system. Recruiting events are held and recruiters meet with prospective employees and provide a brief screening of the individuals. Individuals with potential are given requisitions to apply to. External and Internal Candidates go into the system and apply to job requisitions. Hiring managers review applicants and set-up interviews. Interviews take place and the hiring manager makes an offer to an accepted candidate. Rejected candidates also get a letter from the hiring manager letting them know they will not be getting an offer.
Detailed Narrative of Process: Kahler, Li & Mosher Defense Co. (KLM Co.) recruits, source and selects employees the following way. KLM Management routinely looks at their business unit strategies and resource needs and reviews their current staffing to understand any needs for personnel. Once needs are recognized, KLM Management communicates with HR to let them know of employee needs in functional areas. Once needs are identified a job requisition is opened in the job posting system. The job requisition has a specific code that relates to a job description. The requisition identifies the requisition code and pulls the job description into the requisition and the requisition is posted. There is both an external website that anyone can access and an internal that only current employees can access. The same requisitions are on both websites. Once the requisition has been posted the hiring manager is notified. The Hiring manager responds to HR with a date that he would like the cut-off to be for candidates to post. This date is entered into the system. If the manager wants any changes made to the requisition he can work with HR to have it updated.
Candidates go into the website and post their resumes to the job requistions they are interested in. Managers review job requisitions and when the close date arrives they look at the candidates and set-up interviews. Candidates can accept or reject an interview offer. Before interviews take place there is a background check that clears the employee for an interview. If rejected the candidate is notified. Candidates are interviewed and offers are distributed to accepted candidates. Letters are sent to the candidates being offered jobs and a signed letter must be sent back by the candidate if they are to accept the offer. Letters are also sent to rejected individuals. If rejected, the hiring manager can offer employment to another candidate or go back to the review submission process.
KLM has semi annual recruitment events held at local colleges for entry level employee needs and career fairs held at local event centers for experienced employee needs. Before these events recruiters are provided with a list of job openings and the skill level need. At these events recruiters speak to possible candidates and review resumes. Recruiters speak to the prospective employees performing an initial screen and individuals they feel have potential are encouraged to go the KLM website and post for certain jobs based on their interest. Internal employees are also encouraged at all times to review job requisitions posted and apply whenever.
E&A Table
Context - Hiring System
Context - Recruitment Event System
Level 0 - Hiring System
Level 0 - Recruitment Event System
Level 1 - Hiring System
Level 1 - Recruitment Event System
Flow Diagram - Hiring System
Flow Diagram - Recruitment Event System